Question 1

Corporate social responsibility is focused on concerns that improve society resulting in reduced profitability and economic returns.

Accepted Answer

Corporate social responsibility (CSR) can actually have positive impacts on profitability and economic returns, through increased customer loyalty, improved employee morale and productivity, and reduced operational costs. Therefore, CSR should not necessarily result in reduced profitability and economic returns, but can actually enhance them in the long run.

Question 2

A learning culture creates the conditions in which managers encourage flexibility and experimentation.

Accepted Answer

A learning culture is characterized by a willingness to try new things, embrace change, and learn from failures. This requires managers to encourage flexibility and experimentation among their team members.

Question 3

It was recently reported that two-thirds of today's employees feel overwhelmed.

Accepted Answer

According to a study conducted by Workfront in 2019, 66% of employees in the United States feel overwhelmed at work.

Question 4

High-performance organizations need selection methods that concentrate exclusively on identifying technical skills like abilities to perform accounting and engineering tasks.

Accepted Answer

High-performance organizations not only focus on technical skills but also on identifying other important qualities such as communication, teamwork, problem-solving, and leadership skills among candidates. This ensures that they hire individuals who possess a holistic set of abilities and can contribute to the organization's success in multiple ways.

Question 5

Research suggests that it is more effective to improve HRM practices as a whole than to focus on one or two isolated practices,such as the organization's pay structure or selection system.

Accepted Answer

Research on HRM practices has shown that improving HRM practices as a whole is more effective than focusing on one or two isolated practices. This is because HRM practices are interconnected and influence each other, so improving one practice can have a positive impact on other practices and overall organizational performance. Moreover, a holistic approach to HRM practices can enable better alignment with the organization's strategic goals and enhance employee commitment and engagement.

Question 6

The audit approach to evaluating HR effectiveness focuses on reviewing the various outcomes of the HR functions.

Accepted Answer

The audit approach involves reviewing the outcomes of HR functions such as recruitment, training, performance management, compensation, and employee engagement. It helps organizations identify areas of strength and weakness and make data-driven decisions for improving HR effectiveness.

Question 7

Job satisfaction is always based on an objective and complete measurement of the situation.

Accepted Answer

Job satisfaction is subjective and can vary greatly depending on individual experiences, perspectives, and expectations. It is not always possible to objectively measure job satisfaction as it involves personal feelings and opinions.

Question 8

An exit interview is a meeting with an employee to explore his or her thoughts and feelings about the job and to uncover issues in the effort to prevent that employee from becoming disgruntled.

Accepted Answer

An exit interview is conducted with an employee who is leaving the company to gather feedback on their experience, not to prevent them from becoming disgruntled, as their decision to leave has already been made.

Question 9

Employee engagement refers to giving employees responsibility and authority to make decisions.

Accepted Answer

Employee engagement involves creating an environment where employees feel passionate about their jobs, are committed to the organization, and put discretionary effort into their work. It's more about emotional and psychological commitment than just delegating authority and responsibility.

Question 10

Turnover initiated by an employer is called voluntary turnover.

Accepted Answer

Turnover initiated by an employer is actually called involuntary or forced turnover, as it is not a decision made by the employee. Voluntary turnover refers to when an employee chooses to leave their position on their own accord.

Question 11

It is estimated that the majority of mergers and acquisitions actually reduce shareholder value.

Accepted Answer

Research shows that while some mergers and acquisitions can increase shareholder value, the majority actually end up reducing it. This can be due to a variety of factors such as overpaying for the acquisition, poor integration, cultural clashes, and a failure to achieve synergies.

Question 12

According to research,organizations that introduce integrated high-performance work practices usually experience increases in productivity and long-term financial performance.

Accepted Answer

Research has shown that introducing integrated high-performance work practices can lead to increased productivity and long-term financial performance for organizations.

Question 13

One of the most popular ways to empower employees is to design work so that it can be performed on an individual basis.

Accepted Answer

Empowering employees often involves designing work that encourages collaboration and teamwork, not just focusing on individual tasks. This approach leverages diverse skills and perspectives, fostering innovation and a sense of shared purpose.

Question 14

While high-performance work systems may reduce employee turnover and increase customer satisfaction,they have little impact on outcomes such as efficiency and productivity.

Accepted Answer

High-performance work systems have been found to have a positive impact on efficiency and productivity in multiple studies. These systems typically include practices such as performance-based compensation, employee involvement in decision making, and continuous training and development, which are all factors that can improve organizational performance. Therefore, the statement is false.

Question 15

An HR dashboard provides an easy-to-scan review of HR performance.

Accepted Answer

An HR dashboard presents HR data in a user-friendly and easily understandable format. It enables managers to quickly analyze critical metrics and make informed decisions.

Question 16

Organizations can increase employee empowerment,satisfaction,and engagement by including employees in decisions about rewards and by communicating the basis for decisions about pay.

Accepted Answer

When employees are involved in decisions about rewards and understand the rationale for pay decisions, they feel valued and have a greater sense of control over their work environment, leading to increased empowerment, job satisfaction, and engagement.

Question 17

An official written warning is the usual first step in progressive discipline.

Accepted Answer

Progressive discipline typically starts with a verbal warning before escalating to a written warning.

Question 18

The usual way to measure satisfaction or engagement is with a survey.

Accepted Answer

Surveys are a commonly used method to measure satisfaction or engagement by collecting feedback from the audience through a set of structured questions.

Question 19

An expert system is designed to recommend the same actions that a human expert would in a similar situation.

Accepted Answer

An expert system uses artificial intelligence to mimic the decision-making ability of a human expert in a specific field. It analyzes the data and offers recommendations, just as a human expert would in a similar situation.

Question 20

At work,do you have the opportunity to do what you do best every day? is a question in a popular employee satisfaction survey (Gallup's Twelve Questions).

Accepted Answer

This is one of the questions in the Gallup's Twelve Questions, which is aimed at measuring employee satisfaction and engagement. It reflects the importance of aligning employees' skills and interests with their job responsibilities in order to enhance their performance and job satisfaction.

Quiz 11: Creating and Sustaining High-Performance Organizations